Work-life balance

How to write an out-of-office message

Carol Yeoh — Tue, 16 Dec 2025 08:07:27 +0000

How to write an out-of-office message Carol Yeoh

An out-of-office or OOO message may seem like a small administrative detail, but it is an important marker of professionalism. It signals respect for your correspondents’ time, ensures continuity in your absence, and upholds your personal brand at work.

Whether you are taking annual leave, travelling for business, or stepping away unexpectedly, a well-crafted out-of-office message in your work status update or an automated email does more than announce that you are unavailable. It communicates reliability and foresight.

Writing an effective out-of-office message goes beyond setting an automated response. This article outlines why these messages matter in maintaining workplace communication, what to include (and what to avoid), and how to strike the right tone for different situations.

You will also find out-of-message examples for:

Annual leave
Business travel
Unexpected absences
Sick leave
Extended maternity/paternity leave
Simple tips for writing messages that are both clear and courteous.

Find your next role

Why your out-of-office message matters

In today’s always-on work culture, clear communication boundaries are increasingly important.

A thoughtful message achieves three things:

Professional courtesy – It lets senders know their message has been received and will be handled appropriately.
Expectation management – It clarifies when they can expect a response, reducing frustration or uncertainty.
Continuity – It directs urgent matters to someone who can help, ensuring business needs are met even while you are away.

In short, your automated reply is both a practical tool and a reflection of how you manage your professional responsibilities.

How to write an effective out-of-office message

A clear, confident tone goes a long way. Keep messages short, specific and easy to scan.

Your message should contain:

A courteous greeting to set the tone from the start.
Absence details stating when you will be away and when you will return.
An alternative contact for urgent issues.
A polite closing to show appreciation for the sender’s understanding.

If you will have limited email access rather than none at all, mention that you may take longer to reply. That small detail helps maintain goodwill.

Where can you set an out-of-office message

Depending on your audience and workflows, consider setting them on:

Email autoreplies (e.g. Microsoft Outlook, Gmail): Best for external contacts, formal communication and outlining complex processes.
Messaging platforms (e.g. Microsoft Teams, Slack): Useful for internal visibility, quick updates and directing colleagues during your absence.
Calendars and meeting invites: Adding an OOO note helps set expectations for scheduling and response times.
Project or helpdesk tools (e.g. Asana, Trello, Jira, internal ticketing systems): Updating assignments, due dates or backup owners keeps work moving while you’re away.

Email autoreply (most common)

Email remains the primary channel for professional communication. A 2025 CloudHQ report notes that 93% of professionals check email daily, receive around 121 emails per day, and spend up to 28% of the workweek on email.

This shows why a clear, helpful email autoreply makes a meaningful difference.

For example:

Subject line: Out of office – [Your Name]

Hello,

Thank you for your email. I’m currently out of the office and will return on [date]. During this time, I will have [limited/no] access to email.

If you need to [submit a request / complete a process] while I’m away, please follow the steps outlined in this document: [Insert link to process document].

For urgent matters, please reach out to [Colleague Name] at [Colleague Email] or [Colleague’s Phone Number] for an immediate response.

I’ll respond to non-urgent emails after I return on [date].

Best regards,
[Professional email signature]

Messaging platform status updates (Microsoft Teams, Slack, etc.)

Internal platforms help colleagues quickly understand your availability and who to contact while you’re away. Use short, action-oriented messages and pin them where people will see them (status, profile note, or channel announcement).

1. Annual leave

Thank you for your message. I am currently out of the office on annual leave from 2 to 10 November and will reply to your email upon my return on 11 November.

For urgent matters, kindly contact [Colleague’s Name] at [email address].

Thank you for your understanding.

2. Business trip

I will be away from the office attending meetings overseas from 5 to 8 November and will have limited access to email.

For immediate assistance, please contact [Colleague’s Name] at [email address]. I will respond to other messages as soon as possible after my return.

3. Public holiday

Thank you for reaching out. Our office is closed for the [Holiday Name] from 25 to 27 December. We will resume normal business hours on 28 December.

Your email will be attended to upon our return. Wishing you a pleasant holiday season. Happy holidays!

4. Sick leave

I am currently out of the office on medical leave. For urgent matters, please contact [Colleague’s Name] at [email address].

I will respond promptly to your message when I return.

5. Extended or maternity/paternity leave

Thank you for your message. I am on extended leave until 15 March 2026.

Please reach out to [Colleague’s Name] at [email address] for urgent assistance during my absence.

Tips for writing effective OOO message like a professional

Keep it succinct. One short paragraph is often enough.
Tailor the tone. Maintain a formal, professional tone for clients or external stakeholders; use a warmer tone for internal audiences.
Proofread before activating. Errors in an automatic reply can leave a poor impression.
Update regularly. Ensure dates and contact information are accurate.
Use it strategically. Some organisations include a link to useful resources, such as career advice or company pages, to maintain engagement while you are away.

Key takeaway

Your out-of-office message may feel like a minor detail, but it offers a valuable opportunity to reinforce your professionalism. By communicating clearly and courteously, you help maintain trust, support others in your absence, and return to your inbox knowing that work continued smoothly. Managing your absence well is another way to show that you manage your work with care.

Before you log off, remember that crafting a professional out of office message is just one part of maintaining a strong personal brand – whether you’re in your current role or exploring what’s next. Clear, thoughtful communication reflects reliability and professionalism, qualities that employers value in every candidate.

At Michael Page, we help professionals like you take the next step in their careers. Our consultants combine deep market knowledge with industry expertise to match you with opportunities that align with your skills, goals, and values.

Frequently asked questions (FAQs) about writing out-of-office messages

Q1: Should I include the reason for my absence in my OOO message?

Yes, but keep it brief and professional. Avoid oversharing personal details. A simple phrase like “on annual leave” or “for personal reasons” is enough.

Q2: Can I make my OOO message fun or engaging?

Yes, you can make your OOO message fun, if your workplace culture supports it. A touch of light humour or a seasonal note can make your message more personable. Just be sure to use discretion and maintain professionalism.

Q3: How casual can my tone be?

It depends on the audience and work environment. Internal messages may allow for a more relaxed tone, but external business contacts expect clarity and respect. When in doubt, always lean toward professionalism.

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What is hybrid working? benefits, disadvantages, and tips

emilie.c — Wed, 06 Sep 2023 01:18:12 +0000

What is hybrid working? benefits, disadvantages, and tips emilie.c

In the wake of the pandemic, there has been a noticeable shift in attitude towards hybrid working worldwide. This is largely due to remote working arrangements adopted during the pandemic, where companies and individuals were expected to work virtually from home for their own health and safety.

Since then, many organisations have been urging employees to return to the office so colleagues can interact within a physical environment once more; however, many team members have grown used to the idea of working remotely and much prefer having this option after having to adapt – hence the concept of hybrid working.

Over the past year, it has indeed been shown that more people want flexibility in their jobs, making work-life balance one of their top priorities when considering new opportunities. This makes organisations and companies offering flexible or hybrid working models more attractive to a wider variety of candidates. In this article, we will explore what hybrid working actually is, the pros and cons of hybrid work, and how you can negotiate for this flexible working model with your current employer or manager if this type of arrangement is beneficial for your general well-being and productivity levels.

What is hybrid working?

A hybrid working model combines both remote work and physical work, giving team members more flexibility and control over their own working arrangements. In a typical model, they will have the option to divide their time between working from their physical office or workplace, and working from home or other location such as a coffee shop or coworking space. This gives employees the chance to enjoy the benefits of remote working, including increased autonomy and work-life balance, and the perks of in-person working, where they can communicate and collaborate with their colleagues in a physical space.

What types of hybrid working models are there?

Hybrid working can be adapted according to the organisation or company’s specific preferences. Some common examples of hybrid working are outlined below.

Flexible hybrid working

This type of hybrid working is the most versatile option, where employees have complete reign over their choice of work from home and work from office days. This particular model can be beneficial for productivity levels and grant employees greater freedom; however, the unpredictability of how many team members are at home or in the office at any given time could be a concern for some employers.

Split schedule

This model specifically allocates which days employees can work remotely or work from the office during the week. This could either be deployed across the whole team, by departments, or even on an individual basis.

Rotational schedule

This schedule entails teams or departments taking turns working in-office and remotely on a rotating basis. This is mainly to ensure that there are always a number of employees available in the office, and usually to have necessary departments or teams in the same place so they can work together more effectively. These rotations may happen every few days, weekly, or even monthly depending on the company.

Remote-first or Office-first

Either of these models puts working remotely or working in the office first. If the default mode of work is remote, then employees can primarily work from home or another location, however there may be designated times or days when they are required or encouraged to come back to the office, such as for meetings. Office-first operates on the opposite basis, where employees are largely expected to work from the office, with some allocated time or days that they can work remotely.

Benefits of hybrid working

There are numerous benefits of hybrid working, with key advantages that include:

Higher productivity levels: Employees can work more efficiently if they are situated in a place that stimulates their productivity and allows them to focus, whether this is in the office, at home, or at another location.
Enhanced work-life balance: Work and personal life can be more effectively integrated with hybrid working, where employees can fulfil important commitments, take care of their health and fitness, and spend more time with their family and loved ones.
Greater flexibility and autonomy: Hybrid working gives employees more freedom over their work schedule and environment, leading to higher job satisfaction, increased motivation, and less stress. They will also feel more trusted and respected by their employers when given the choice to work remotely, resulting in greater company loyalty.

Disadvantages of hybrid working

Of course, hybrid working also has its disadvantages and challenges. Some of these concerns include:

Burnout and increased workload: Hybrid working may cause some employees to work overtime and blur their work-life boundaries when working remotely. They may also feel pressured to be available at all times, leading to overwork and potential burnout.
Disconnection from colleagues: Communication issues may arise with hybrid working, where employees working from home may feel disconnected from employees working in the office, which could range from anything such as miscommunication to delayed replies. It may also be more difficult to fully engage with colleagues if not in the same physical space.
Lack of discipline: Some employees may find it challenging to manage their own time, prioritise their tasks, and stay motivated, meaning they fall behind on productivity.

Tips for how to negotiate hybrid working

Given the rise in popularity of hybrid working models, many employers are now open to the idea of adopting these practices in one way or another. The exact arrangement will depend on factors such as the company size, industry, job nature, and organisation.

If you do not currently have hybrid work practices in your workplace but believe this might benefit your team and yourself as an individual, the possibility of negotiating for hybrid working should not be overlooked. Before you negotiate hybrid work schedules with your employer, however, you should consider the following tips:

Is your company open to the idea of hybrid work?

Do you have a sense that your employer would react positively to the idea of a hybrid working model? If yes, go ahead and schedule the discussion. If you think they might still be unsure about hybrid work or they are not sure what it is, you could try floating the idea in a casual catch-up to get a better sense of their thoughts, then you can steer the conversation from there.

Is your work performance consistent?

If you are an employee that has demonstrated quality work, commitment, and time management to your employer over the course of working for them, it will make it a lot easier for you to broach the subject of hybrid working. Building trust and establishing good communication with your employer and team will prove that you can get your work done no matter where you are based, heightening the possibility of working remotely on some days.

Do you have a plan for your hybrid work arrangement?

Before you approach any kind of discussion about hybrid working, you should ensure you have a clear plan in mind for how it would operate, as well as the reasons why it would be beneficial for you and the company. You can make suggestions for the type of scheduling that might work for you and your colleagues, and give examples of why this level of flexibility will boost company morale and productivity.

Find hybrid opportunities in Hong Kong

If your conversation with your employer does not go as planned, there are still plenty of opportunities available on the market that offer hybrid working models. If you are interested in finding a job that offers more flexibility and remote working possibilities, Michael Page can help. Our recruitment consultants can advise and provide the most suitable roles according to your preferences and profile.

Discover Hybrid Job Opportunities with us today and get ready to enjoy the benefits of hybrid working.

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How to improve your work-life balance in 2025

Simone Wu — Thu, 30 Mar 2023 19:10:00 +0000

How to improve your work-life balance in 2025 Simone Wu

The traditional idea of work-life balance has faced unprecedented challenges in the wake of the COVID-19 pandemic. Over the past few years, as hybrid work became the norm and personal and professional boundaries blurred, employees have reevaluated what truly matters. Many have recognised the necessity of prioritising their well-being in a world where the lines between work and home have become increasingly indistinct.

The growing awareness of self-worth and mental health has led some employees to resign from companies with toxic cultures that do not prioritise their overall well-being. While remote work was hailed as a solution for achieving better work-life balance, it also presented challenges, from the temptation to respond to work emails after hours to the difficulty of setting clear boundaries.

As the COVID-19 pandemic gradually moved into an endemic stage, most employees are no longer working remotely and have settled into a hybrid work arrangement.

Some individuals may integrate their work and personal lives (e.g. folding clothes while attending a conference call). It is, however, essential to keep in mind that a healthy balance of work and life must be maintained and that you should not allow your work to dominate your life.

It is beneficial to have a healthy work-life balance between promoting your mental and physical well-being, productivity, relationships, and overall well-being.

Individuals should set routines and establish clear boundaries to protect their personal time and improve work-life balance.

6 ways to achieve work-life balance

Set your boundaries

The first thing you need to know about achieving and improving work-life balance is, it doesn't just happen. Harmonious work-life balance begins with you, proactively setting priorities.

To begin, a large part of achieving work-life balance can be done before starting work. By recognising your priorities and laying out boundaries for work, you will be taking a huge step towards finding the ideal equilibrium even before setting foot in the office.

1. Recognise your priorities

An ideal place to start would be to find out your priorities in life and, by extension, in work. Work will take up a significant portion of your life, so spend some time pondering these questions: What is most important to you? What aspects of life can you not compromise on?

Naturally, this would vary between individuals. For instance, your overall health may be the priority, so setting aside time to exercise takes precedence. Others may want to set aside quality time for family and friends, pursue hobbies, or even focus on themselves.

2. Lay out your own rules

Once you have identified your priorities, set boundaries for your work life. Decide how much time you need to set aside and, in turn, the point of the day beyond which you switch off from your job.

This is important to do early on. It is very easy to get engrossed in your work and eventually compromise on your priorities. For instance, you can set a rule that you will work only within work hours. This means no entertaining late-night phone calls or last-minute work emails.

Once again, this will vary from person to person. In some cases, other factors may have to be kept in mind, such as work deadlines, emergencies, or your colleagues, if you are working with a team. However, at the end of the day, the goal is to have control over your own time.

3. Find a company that fits you

Aside from proper planning on your part, it is equally important to work in an organisation that focuses on its people. Work-life balance can be challenging to achieve if the company you work for does not prioritise employees' well-being.

Organisations may offer employee benefits such as allowing off days on special occasions, allowance to spend on wellness products like gym memberships, off in lieu for overtime, or flexibility in work arrangements.

Some companies may not be able to offer a lot of employee benefits and that is understandable especially if it is a small or new company. Therefore, regardless of benefits, the least any employer can do is to not contact you on your rest days and not contact you about work outside of work hours.

Even if it is a company with long working hours, make sure it has proper policies of caring for and valuing its employees’ work-life balance.

Manage your work and leisure time effectively

Once your priorities and boundaries are in order, it is vital to effectively manage your work and leisure time. Improving work efficiency and taking adequate breaks are two of the best ways to improve your work-life balance.

4. Improve your work efficiency

Becoming more efficient at work may feel easier said than done. You can use simple tips and tricks to boost your productivity at work, allowing you to free up time for your other priorities and personal endeavours. One way is to prioritise the tasks that you have at hand.

Ideally, you should be given a set of KPIs by your manager. Prioritise your tasks according to the KPI given. Ask yourself, which task helps you hit this KPI? When completed, which tasks will help me hit my KPI sooner rather than later? This will allow you to see the order in which tasks need to be done and help you get maximum returns for your effort because you are now prioritising tasks that are of most value to your company.

Technology is also an increasingly helpful tool to use to improve your efficiency at work. Many apps and tools allow you to better organise your work processes and help you get through the checklist much faster. Tools such as Monday.com, Evernote, RescueTime, Any.do, and Trello can be beneficial to explore.

5. Manage your workload

Job satisfaction plays a significant part in achieving a healthy work-life balance. If you have a huge workload and have problems coping, it is crucial you speak with your immediate supervisor to find the right balance. And if your managers are unable to help you find solutions and achieve balance, then it may be time to look for another job.

It is one thing to keep a positive outlook and to want to impress your bosses by completing a long to-do list, but it is quite another issue if your employer disregards your health and well-being or if the amount of work consistently eats into your personal time.

6. Manage your breaks well

A balanced life is more than finding the middle ground between your work and your non-work life. Aside from setting clear boundaries between work and play, it is essential to take into account your physical and mental well-being. Mindful habits, such as eating at regular hours, staying hydrated and getting enough sleep, contribute significantly to your overall well-being. And that creates more balance on the “life” component of the work-life balance equation.

Taking breaks during work hours also contribute to better work efficiency and help you stay productive throughout the day instead of falling into a lull as the day wears on.

To improve work efficiency, try the Pomodoro Technique, a time management method that involves taking a five-minute break for every 25 minutes of work.

Do not be shy to make full use of your allotted leaves as well. Consider taking vacation time where you can use the time to prioritise your well-being. Allow yourself the time and space to relax and recharge.

At this time, do your best not to get involved in work-related tasks. It is an essential aspect of work-life balance not to let your professional life overlap with your personal life.

Burnout from poor work-life balance is real, but it can be avoided if you start thinking about your well-being. Ultimately, maintaining good work-life balance is about being conscious and intentional about your decisions, and setting priorities for life outside of work. You can devote time to work-life and still make time for your interests and passions for a great work-life balance.

Need more assistance? Contact a Michael Page consultant here, or search for current job opportunities.

Simone Wu

happiness at work

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Is Hong Kong happy at work?

Anonymous — Thu, 11 Jul 2019 10:21:11 +0000

Is Hong Kong happy at work? Anonymous (not verified)

It’s rush hour on any given weekday and millions of professionals are making their way to work in Hong Kong. Some are traveling by MTR, others by car, bus or tram. Considering these millions of professionals, a very important question comes up: how happy is the workforce in Hong Kong on their way to work?

To be fair, the word “happy” can be subjective. Given the choice, would anyone voluntarily be going to work versus, say, on their way to an exotic beach resort? Perhaps the question is less about happiness and more about job satisfaction. And when it comes to job satisfaction, what are some of the factors that can make us more or less satisfied?

This question is becoming increasingly important in the workplace, so we surveyed 795 professionals in Hong Kong at all job levels to hear: what are some of the aspects of work that make people happy...or not? And how do those factors contribute to an overall feeling of job satisfaction and workplace happiness? This is what we found.

Whistling on the commute to work

Around the world, extreme commuting (spending more than two hours commuting per day) is on the rise due to high rental costs and crowded cities. So in Hong Kong, given its relatively small size, how long are people spending getting to and from the office?

According to our results, 80% of respondents spend an hour or less travelling daily, just enough time to beat several levels of Candy Crush - but not an unreasonable amount of time, considering that in many metropolitan cities around the world, commute times often exceed two hours per day.

Interestingly, 58% of respondents regard the commute to work as an important factor when considering a new job, signaling that office location could play a large part in whether or not a job offer is accepted.

A delicate (work-life) balance

The idea of work-life balance is an important one in the current work landscape, as job burnout becomes a more recognised consequence of long hours and high stress. This can be a subjective concept, as what is balanced for one professional isn’t for another, but personal definitions aside, we should all agree that spending more time doing things you love, or more time with family and friends can only be a good thing.

And a better balance between work and life leads to overall job satisfaction and employee engagement. According to our results, 9 out of 10 respondents responded to work calls and emails outside of office hours. On the other side, while actually at work, 63% of respondents said that they communicate with friends and family by phone and message. However, it didn’t take up a large percentage of their day, as 88% spent less than one hour on personal matter while at work, showing that those in Hong Kong are pretty productive.

As the final word, 8 out of 10 professionals responded that they are happy with their work-life balance, suggesting that while there is a lot of hard work going on in offices around the country, there’s also a lot of living going on outside of them too.

Staying connected

Smartphones, laptops, tablets - connectivity is a big deal these days and in many ways the line between time in the office and time out is becoming blurred by the pressure to always be on. This pressure can be increased by the devices that companies provide - 84% of respondents in Hong Kong received a device from work, and the type of device varied:

Changes in mindset

In many cases, with all above factors considered, it’s less about what a professional’s actual situation is, and more about their mindset when viewing that situation. As shown in multiple studies, those with a growth mindset, in which they see constant opportunities for development and improvement, are happier, more engaged and more satisfied.

While it seems a bit too easy, sometimes the key to happiness can be as simple as reframing the way that successes and failures within the work environment are viewed.

Professionals in Hong Kong are happy!

Survey results and statistics aside, it seems that the happiest professionals, not just in Hong Kong, but all over the world, are those who are treated as humans. Humans who work hard and strive to meet goals, but who have fulfilling lives outside of work, being more than just their job titles.

As for our survey, some answers are surprising, some are expected, but overall, this is a good picture of professionals at work. Despite all appearances on the train in the morning, it turns out that a majority of us are pretty satisfied when it comes to working conditions in Hong Kong.

Download the full infographic here for more insights.

Michael Page

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New paternity leave trends - How is APAC embracing time off for new dads?

Anonymous — Wed, 10 Apr 2019 01:57:33 +0000

New paternity leave trends - How is APAC embracing time off for new dads? Anonymous (not verified)

Employee benefits have come to play a more significant role in the overall employee value proposition. Parental leave was historically only available for mothers to care for their newborn in the months following childbirth, however more organisations have expanded leave policies to include fathers as the perspective on the role fathers play in the family continues to evolve.

Paternity leave policies differ across Asia, and it is often difficult to institute a global parental leave policy without having to address governmental and state legislation. Yet, policies need to accommodate a changing workforce, be generous and cost-effective. Here’s how different regions in APAC are addressing the issue.

Unique cultural aspects influence Asian regions in parental leave policy adoption

According to Mercer’s new Global Parental Leave report, more than one-third of organisations worldwide have one centralised global policy that covers the various types of leaves available, including maternity, paternity, adoption, and parental. 38% provide paid paternity leave above the statutory minimum and several regions mandate a parental leave program that may be used by either parent.

In Japan, government agencies are promoting greater awareness of the childcare leave entitlement available to staff. About 8.2% of eligible male workers took childcare leave in 2016, up by 2.7% from 2015. Under the law, employees are entitled to take parental leave until their children reach one year in age.

The government has also set a goal to lift the proportion of men taking childcare leave to 13% by 2020 in both the public and private sectors. Japan is a patriarchal society, where men are not as involved in child-rearing. The government is stressing the need for society to change their way of thinking. A traditional work environment has made men hesitant to apply for parental leave and concerned that taking paternity leave may hurt their chances of a pay rise or promotion.

Employers operating in Asia such as Hong Kong and Singapore are typically required by to provide only maternity leave. However, in Singapore, a father is allowed to share one week of the 16-week maternity leave, provided the mother agrees. The father may in some cases also be eligible for an additional week of government-paid paternity leave, for a total of two weeks.

While over 44% of employers in Hong Kong provide maternity leave above the statutory minimum, only 13% of those in Indonesia do so– a reflection of disparities in talent management practices across Asia. As part of the Indonesian government’s efforts to promote gender equality, male civil servants in the country are now permitted to apply for up to one month paternity leave to support their wives during childbirth and beyond.

Positive changes can be seen in India - 84% of employers in India now offer paternity leave beyond the statutory minimum, as the social fabric moves away from the traditional ‘joint’ families to ‘nuclear’ families with the onus of childcare borne entirely by working married couples.

In Malaysia, civil servants are now entitled to seven days of paternity leave. This is an increase from the three days enjoyed before 2003, and the Malaysian government is looking at extending it to a month.

The Thai government has always given more importance to the women giving birth. While the government is still considering revisions to paternity and maternity leave to improve the quality of life for working women, who are currently entitled to 90 days of leave, there are currently no rights for working fathers in caring for newborns in the private sector. In contrast, the companies in the public sector allow fathers 15 days to care for their newborn babies.

As can be seen, changes to paternity leave policies and benefits differ across Asian regions and most changes are coming from the top. The next most likely challenge will be for governments to find ways to improve paternity benefits and policies for male employees in the private sector.

Identifying needs and emotional drivers of the new workforce

Enhanced leave programs are becoming a valuable tool for attracting and retaining top talent. When faced with similar offers from companies during the hiring process, the final decision for candidates often comes down to company culture and these work-life balance benefits offered. Parental leave policies can have a positive effect on both employees and employers as they help the workforce maintain a better work-life balance. These leave policies also promote the company as a more attractive place to work, improving retention during a time of continued demand for highly-skilled talent.

Companies should take a proactive approach to understand the emotional drivers of different workforce segments, enabling them to introduce policies which cater to the evolving needs of all the segments.

Alicia Tsi

company culture

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How to tackle workplace bullying

Anonymous — Mon, 18 Dec 2017 03:18:37 +0000

How to tackle workplace bullying Anonymous (not verified)

Bullying doesn’t only happen in the school yard - the workplace is a breeding ground for bullies too.

Having a safe, non-threatening workplace is a basic human right. Sadly, there are people who have little respect for human rights, so even as adults we can find ourselves at the mercy of a bully in the form of an employer or co-worker.

SafeWork Australia defines workplace bullying as “any ongoing harmful or threatening behaviour by a person or group of people in your workplace that creates a risk to your health and safety.” It can happen in any kind of workplace and the bully isn’t always someone in a position of power – the bully can just as easily be a co-worker.

Recognising bullying

Some types of workplace bullying include:

Insults, yelling, swearing.
Hurtful comments, making fun of you or your work.
Spreading rumours or gossip.
Excluding you from workplace activities or conversations.
Playing mind games or ‘ganging up’.
Giving you pointless or demeaning tasks.
Making impossible demands; setting you up to fail.
Using your roster to make things difficult for you.
Withholding important information.
Physical violence, from pushing and tripping to physical attacks.
Threatening phone calls or texts or threatening you with workplace equipment like knives or drills.
Initiation or ‘hazing’ rituals where you have to do something unacceptable, humiliating or illegal.

How it can affect you

Workplace bullying can have dire consequences for your mental and physical wellbeing. According to the Bully Zero Australia Foundation it can lead to:

Severe psychological and emotional distress.
Sleep disturbances, impaired cognitive ability and feelings of anxiety and apprehension.
Physical symptoms like stomach aches, back pain, headaches, depression and anxiety.
Incapacity to work.
Problems with study and personal relationships.
Reduced productivity, work output and performance.
Loss of self-confidence, low morale, feeling rejected or unable to trust others.

Take care

There are many procedures in place to deal with bullying, and by law if you report an incident, your employer has to go through a formal process to handle your complaint. Start by finding your work’s official bullying policy. You might have been given a copy of this when you first started. It’ll give you an idea of who is the best person to talk to and what you need to do.

While you’re waiting for the powers-that-be to take action, it’s important to take care of yourself. The negative health effects of being bullied can be ongoing, even after the situation has been resolved, so it’s vital to know how to look after yourself now to prevent any further problems developing.

Speak up

You may feel nervous about telling your manager that you’re being bullied, but it’s their job to make sure your work environment is safe. If you don’t feel comfortable talking to your manager, take your concerns to someone more senior or speak to your human resources team. Don’t hide your suffering for fear of embarrassment – it’s not you who is the problem.

Keep a record

It can be tricky to remember what form the bullying took, and sometimes the signs can be subtle. So write everything down including the date and time each incident takes place. It will give you some peace of mind knowing you have specific details should you need them.

Keep your distance

Your wellbeing is important and it’s usually not worth confronting the bully yourself. Keep your distance and avoid dealing with the person unless absolutely necessary. Feeling stuck and like there’s no way out can have repercussions for your mental health, so look for support from friends.

Stay calm

Bullies like to push buttons to get a response. Try to keep your cool and give yourself the upper hand. It’s good to be assertive if necessary but avoid getting emotional if possible. This can be enough to stop the bullying but at the very least you’ll reduce your own stress.

Look for support

Talk to a friend or family member, or call a support service if you need emotional support. Organisations that provide counselling and advices are also available in your country, either by phone or online - don't be afraid to reach out for help at any time.

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Take care

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